Being part of a team, feeling heard, and knowing that you are reaching personal goals in your work all lead to increased effort in task completion. Yet feeling each of these things can be difficult for a new hire that has joined the team remotely. How do you, as a leader, ensure that your new hires feel motivated in their new position when working in isolation? Keeping your worker’s personal goals and interests in mind when assigning tasks is key, but how do you ensure your workers know that you are keeping this in mind?
Give them Check-ins
The final video in our 5-part mini-series sets a reminder that new hires need check-ins from their leaders. Often, workers will ask “what’s in it for me?” when estimating the effort required for a task. If they understand a task will strengthen their relationship with their team and help reach their personal goals, undoubtedly, they will exert more effort. Check in with your new team members to confirm that their job is fulfilling their needs and establish early on that their best interests are kept in mind. Remember that employment is a two-way street and workers must feel fulfilled to work at their full potential.
Here are some additional tips:
- Understand your new hire’s personality.
While some employees need frequent check-ins and opportunities for collaboration, others prefer to work independently and undisturbed for longer periods of time. Identify your new hire’s personality and use a communication style that suits their needs.
- Ask what tasks they’ve enjoyed completing.
Perhaps the tasks that the other workers do not like are the ones your new hire enjoys. Ensure they are receiving the tasks they enjoy to maximize productivity.
- Ask what would make unfavourable tasks more exciting.
Your new hire may have a task that they do not enjoy, though this does not mean these tasks cannot be made more exciting. Ask what may enhance unfavourable tasks and do your best to deliver. It will show your new hire that you have their interests in mind and it will encourage greater productivity.
- Provide strong feedback and suggestions.
When pointing to performance that can be improved, provide helpful tips that can help the new hire build on the skill in question. When doing so, ensure that you are not addressing every opportunity for improvement; point to a few in each conversation to not overwhelm the worker.
- Give thorough answers.
One-worded responses are read very differently in person and writing; they can sound dismissive or angry in an email or message. Provide an explanation or a short comment with your answer to communicate a positive response. It will leave your new hires feeling heard and relieved.
Missed the first video in our series? Find it here.
Now is the time to transform your training to equip your team with the digital skills they need to succeed in the new age. Enable Education can help you create reusable training to help your team through today’s challenges and future ones. We create effective training materials including videos, tabletop or virtual games, worksheets and checklists and we are no stranger to taking training online.
Contact us for inquires and help on adapting your business to the “new normal.” Our team is prepared to help businesses of all size and industry maintain their success through the new challenges we face.
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